Job stress and its impact on health of employees: a study among officers and supervisors

Abstract

PurposeThe purpose of this research paper is to identify the sources of job stress and their impact on health of employees.Design/methodology/approachA total of 650 employees of power sector in Punjab (India) responded to the survey. Exploratory factor analysis and ANOVA were performed. Further, post hoc was conducted to find out which variable differs significantly.FindingsThe findings indicates that five parameters, namely workload, working environment, concentration, positivity and future perspective are the factors that are responsible to create stress in employees. There is great impact on health as “frequency of visit to a doctor” and “numbers of diseases” they have are high and “employee's time spared for exercise” is less.Research limitations/implicationsSince the survey was conducted only in power sector, it is difficult to generalize the results. However, the findings from this study will provide the factors that cause job stress and how they impact on health of employees.Practical implicationsThe result indicates the impact of job stress on health of employees in power sector. Current research suggests that job stressors should be treated timely to minimize the impact of job stress.Originality/valueWhile previous research has focused on the effect of stress on health, the present study provides evidence of the relationship between the sources of job stress and health, particularly in power sector in Punjab. This study would be contributing to the existing literature in Indian context.

Work-Related Flow: The Development of a Theoretical Framework Based on the High Involvement HRM Practices With Mediating Role of Affective Commitment and Moderating Effect of Emotional Intelligence

“…In this regard, studies have further clarified that demanding an increase in employee performance or conveying similar intentions through HRM practices may develop performance-focused HR attributions. In such an environment, employees consider HRM practices as job demands and feel stress that can be harmful for their health and may also result in decreased performance instead of any positive outcome ( Hamid et al, 2015 ; Van De Voorde and Beijer, 2015 ; Sidhu et al, 2020 ). Conversely, organizations concentrating on employees’ well-being or sending such signals through HRM practices which signify that organization is interested in employee development may develop well-being-focused HR attributions.…”

“…There is, however, a limitation as HIHRM practices may also be seen as job demands that may lead to job stress mainly when organizations may use these practices to increase employee performance. This implication is particularly important because high job stress may predict more harmful health-related effects like several stress-related diseases and frequent visits to doctors (Sidhu et al, 2020). However, organizations may mitigate such effects by providing more support and control to employees and implementing health promotion and stress management programs (Richardson and Rothstein, 2008;Jensen et al, 2013).…”

Antecedents and Consequences of Work Stress Behavior

“…Antecedents of work stress originating from work itself include workload (Harry, 2020;Oruh et al, 2020;Pandey, 2020;Sidhu et al, 2020), work environment (Oruh et al, 2020;Sidhu et al, 2020), work intensification (Walker, 2020), administrative/organizational pressure (Allison et al, 2019), work/job involvement (Li et al, 2018, Park andJang, 2017), work demands (Wijewardena et al, 2020), time pressure ( Amirudin, 2019), working conditions (Goswami et al, 2019), evaluation and performance appraisal systems (Pandey, 2020) and the uncertainty of working conditions (Hampton et al, 2019).…”

“…From the individual side, there are several changes that individuals feel when experiencing pressure or tension related to work, namely physical reactions, emotions, thoughts, and behavior. Changes occur in physical conditions to the emergence of various health problems, for example, the consequences of work stress in the studies that are made into the literature by the author, namely health damage (Petek, 2018;Sidhu et al, 2020), mental health and psychopathological symptoms (Fortes et al, 2020), emotional exhaustion (Kashif et al, 2017;Peasley et al, 2020) and burnout/fatigue (Chen, 2020;Park et al, 2020 Parveen andAdeinat, 2019). This has an impact on the incidence of individual costs (Molek-Winiarska and Molek Kozakowska, 2020) Changes that occur at the individual level will affect attitudes towards work.…”

“…Observations show that research on work stress is carried out in the construction professional profession (Ajayi et al, 2019;Hampton et al, 2019;Naoum et al, 2018), the police (Allison et al, 2019;Li et al, 2018;Nisar and Rasheed, 2019), teachers and headmaster (Heyder, 2019;Hu et al, 2019;Kongcharoen et al, 2019;Walker, 2020), Paramedics (Bjaalid, 2020;Duschek et al, 2019;Klein et al, 2019;Manoppo, 2020;Park et al, 2020;Rasool et al, 2020;Saadeh and Suifan, 2020;Zaghini et al, 2020), hotel industry employees (Goswani et al, 2019;Yousaf et al, 2020) and banking industry employees (Darte-Baah, 2019;Kashif et al, 2017;Oruh et al, 2020;Pandey, 2020;Parveen and Adeinat, 2019;Tripathi and Bharadwaja, 2018;Wu, 2020;). Some professions are only studied by one researcher, for example in the profession of daycare leader (Elomaa et al, 2020), library staff (Petek, 2018), the salesperson (Peaslay et al, 2020), women micro-entrepreneurs (Wijewardena et al., 2020), auditors (Amirudin, 2019), immigration officers (Yang et al, 2019), employees in the electricity sector (Sidhu et al, 2020), lecturers (Rafida, 2020), cabin crewmembers (Hu et al, 2017) and sales agents…”